The purpose of responsible and ethical operations and the Code of Conduct that guides them is to help everyone in Employment Fund act correctly in all situations, even when there is no one present to witness it. The Code of Conduct aims to ensure and guide our operating culture to act transparently, honestly and as a unified team.
Employment Fund’s Board of Directors has approved the Fund’s Code of Conduct, which is updated on a regular basis.
The Code of Conduct comprises the following sections:
To view the Code of Conduct in detail, please click the link below. Employment Fund’s internal instructions provide more detailed information on the subject areas.
The whistleblowing channel is the Employment Fund’s confidential reporting channel. It is of the utmost importance for the Employment Fund to respond to any suspected or alleged misconduct. By preventing and responding to misconduct, we not only provide the Employment Fund with financial security but also influence the reputation of the Employment Fund as well as the trust of the personnel and other stakeholders.
The Employment Fund’s employees and other stakeholders can both use the whistleblowing channel. The whistleblowing channel can be used to report any information or justifiable suspicions of which the whistleblower has become aware in conjunction with their work, task or job regarding matters specified in the Whistleblower Act or violations of the Employment Fund’s ethical guidelines or suspected breach of the rules and regulations of the financial market.
Reports in accordance with the Whistleblower Act (in Finnish) may, for example, concern issues such as:
In HR-related matters (such as harassment, discrimination, occupational safety or workplace atmosphere), the primary communication channel is the Employment Fund’s HR department. In this case, the current labour laws and other applicable laws shall apply.
Misconduct may result in consequences for the Employment Fund and its employees, investors, customers, other stakeholders or individuals.
Although you do not need to have proof to support your suspicions, you should submit your report in good faith.
A report can be submitted without concrete evidence or absolute certainty of whether an offence has taken place or not. The whistleblower may have either knowledge or a justified suspicion of the occurrence of an offence.
In order to ensure anonymity, the whistleblowing system is administered by our third-party partner, WhistleB (Whistleblowing Centre). The whistleblowing procedure is encrypted and password-protected. All reports are processed in strict confidence and in compliance with confidentiality provisions.
All reports submitted via the whistleblowing system are processed by a separate report processing team established by Employment Fund. On a case-by-case basis, it may be necessary to use specific other experts to investigate a matter. Both members of the processing team and any experts assisting with the investigation of the case must be familiar with the general principles of disqualification and recuse themselves from processing an individual report if its content is linked to the person processing the report for work-related reasons. Periodically, statistical data regarding the number and nature of reports received is also reported to governing bodies.
An acknowledgement of receipt is issued to the whistleblower within seven days of the receipt of the report through the whistleblowing system and the further measures pursuant to the specified report processing procedure are taken to verify the validity of the report and, if necessary, intervene. Once the investigation is complete, or at the latest within three months of issuing the acknowledgement of receipt, the whistleblower will be notified of the measures taken on the basis of the report.
The personal data and other information of whistleblowers or other parties concerned is processed in compliance with legislation valid at the time of processing as well as our data protection policy.
For detailed information on personal data processing, see our data protection notice.
Please note that the system is not intended for customer feedback. You can submit customer feedback using our general contact information.
Employment Fund’s whistleblowing system is the primary channel for reporting suspected offences. You can submit a report here.
Suspected misconduct may be reported through the centralised external reporting channel of the Office of the Chancellor of Justice provided that the matter is subject to the scope of the Whistleblower Act and
For more information on whistleblowing, see the Office of the Chancellor of Justice website.
